Performance And Career Management
Performance and Career Management
Holly Jenkins
University of Phoenix
Performance and Career Management
As the sales teams of InterClean, Inc. successfully complete the training program and start to evolve into a leaders of product and service sales in the industrial cleaning and sanitation industry, evaluations of performance and career management methods will be put into place.
Aspects of the performance and career management programs are outlined in the following report.
Performance Evaluation
Employees will be evaluated using the appraisal form and scorecard that are attached. Team members will be asked to align their professional goals to those of their managers and update their progress of those goals on a quarterly basis. The scorecard will be updated weekly with sales figures and details regarding channels of sales, monetary amounts, etc. Weekly team meetings will be held to track progress and individual meetings will be held to discuss how sales representatives are performing in comparison to their personal goals.
These open discussions in addition to their evaluation form will allow employees the opportunity to offer feedback regarding any problems, concerns, or best practices that they feel should be addressed. Continually setting goals and tracking the progress being made to successfully reach them will challenge sales staff to increase their performance.
In the event an employee is unable to consistently meet their individual or personal goals, an upper level sales manager will be formally assigned as their mentor. By having the experienced manager share their industry knowledge and different methods of salesmanship, the underachieving employee can hopefully improve their contribution to the sales team.
Promotions, Educational Opportunities
Employees will be continually evaluated on an ongoing basis. By tracking their progress or lack thereof, it will become clear which sales staff are meeting and exceeding their goals and...
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